Evaluation of job design and its effect on employee engagement in a private outpatient healthcare provider in Kenya: a case of AAR healthcare Kenya
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Engagement has been theorized as one of the key positive outcomes of well-designed jobs. Job design determines how the employee interacts with work on a daily basis and significantly influences the behaviour of the employee. The broad objective of this study was to evaluate the effect of job design on employee engagement. Social exchange theory explained the findings of the studies linking job design to employee engagement. Quantitative descriptive cross-sectional research design was used. The target population was 302 employees of private outpatient healthcare provider. Simple random sampling was used and Sample size was determined using Yamane (1967) formula. Data was collected using structured closed-ended questionnaires. The response rate was 63% which was 108 employees out of the sample size of 172. Generally, the study found out that job design affects employee engagement and that both are significantly related. Job design was found to contribute 67% of the variability in the level of engagement amongst the employees. Autonomy was more strongly correlated with employee engaged as compared to the other task characteristics. Characteristics of job design such as autonomy, task variety and task significance should be put into consideration when crafting job descriptions for the employees. This is because they strongly determined the level of employee engagement which has been widely associated with employee high level of performance, job satisfaction and organizational citizenship behaviour.